Role of Human Resource Management (HRM) : Assignment

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION..........................................................................................................................1
LO1..................................................................................................................................................1
P 1. Purpose of HR Function and Roles and Responsibility of human resource management .1
P 2. Approaches of HRM.......................................................................................................2
LO2..................................................................................................................................................4
P 3. Case Study of the HR practices.......................................................................................4
LO3..................................................................................................................................................6
P 4.Approaches and Effectiveness employee relation & engagement and flexible organization
& Working practices...............................................................................................................6
P 5. Employment legislation...................................................................................................7
P 6. Evaluation of Employee relation and legislation............................................................8
LO4..................................................................................................................................................8
P 7. Recruitment for the Post of marketing manager.............................................................8
P 8. Use Of Technology In The Recruitment.......................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
APPENDIX....................................................................................................................................14
CV of first candidate............................................................................................................14
CV of second person............................................................................................................16

INTRODUCTION
The Human Resources Management Department is responsible for managing the
employees (Prajogo, 2016). HRM department maintain the good working environment in the
company and responsible for the hiring, motivation, training and firing of the employees. Present
report will be based on Google which is the software development firm that offers high tech IT
solutions to consumers. This report explains the HRM department and different functions and
roles and responsibility of it. Furthermore, it describes how HRM plays the significant role in the
hiring the talent to complete the company goals. Approach to workforce planning, recruitment,
training will be explained in this study.
LO1
P 1. Purpose of HR Function and Roles and Responsibility of human resource management
1. HR Functions and Their Purpose –
Hiring and Recruiting
The purpose of hiring and recruiting new employees is to increase the work force to
increase the production and fill the current opening in the company. Which is good for the
production of the company.
Training and Development
HRM conducts training and development for the recruit or hired employee to improve
their work power to increase the production of the Google (Hallward-Driemeier and Pritchett,
2015). It is important for the employees to keep them update of the new technology and improve
their performance by enhancing their personnel and professional skills.
Handling Compensation
HRM department manage the required deductions and benefits as per the performance of
the employee and ensure they are paid accurately. This HRM practice is important to maintain
the discipline of the work place and motivate the employees.
Employee Benefits
HRM department keeps the employees aware of the health policies, wellness programs
and keep the track of the employee's attendance and leaves to ensure that, what they are paid for.
This is used to motivate the employee by appraise them for their work.
Employee Relation
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HRM ensure the work environment ease and good to keep the work going on and
promote the communication between the management and employees to overcome the issues and
disputes. This practice is good for the work place and office environment to improve the
productiveness of the organisation.
Legal Responsibility
HRM also handles the harassment and discrimination complaints and investigate to
prevent the rights of the company employees. This is important to manage the environment of
work place and improve the team working.
Roles And Responsibility of HR Function
Main responsibility of the recruitment is to attract qualified candidate and join the Google
and maintain workforce. HR has to conducts the different training and employee development
programs to enhance their skills. It is responsibility of HRM to keep their employees update and
skilled. HRM decides the payrolls and salary of the employees and maintain the deductions and
incentives. HRM provides the information of the different health and dental policies to the
employee and ensures that employees are getting proper benefits.
HRM to keep the environment of the office good and fair to maintain the decorum. HRM
is responsible to resolve the issues in the work place to maintain the profit and completion of the
goals. HRM keeps the employees aware of government policies to protect their rights. It is
responsibilities of HRM protect the labour law and their rights.
Significance role of HRM
HRM plays the important role to manage the environment in the Google and deals with
the issues within the company. HRM is also responsible for recruitment, performance, safety,
wellness, employee motivation, and benefits of the employee (Ghosh, Haider and Sen, 2015).
P 2. Approaches of HRM
Workforce planning approach
Workload, competency, workforce are several approaches to workforce planning. Google
applies competency and workforce approach. According to the goals of the Google HRM
decides the work plan and the required strength of the employee. HRM ensures that the
employees are aware of the company goals and the planning to achieve the goals. Workforce
Planning is consists of strategic planning, Development of action plan, implementation of plan,
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monitoring and evaluation. This whole process is used to achieve the company goals and helps
HRM to set new goals for the Google (Donate, Peña, and Sanchez de Pablo, 2016).
Recruitment and Selection
Internal and external are two main approaches of recruitment. In the Google multi step
recruitment process is used. The candidates are shortlisted by the written test and go through
different types of interviews like technical interview where the technical skills of the candidate
are analysed. HR interview is conducted to know the candidate background and then final
interview is organized for the final discussion. The strength of the personal interview is, the
interviewer can judge the behaviour of the employee. But the weakness is it takes more time to
check the personnel skills and professional skills of interviewee. The written test are good to
check the professional skills of the employee but it need time to prepare the test. This is how's
the HRM recruitment is performed in the Google to improve the work force (Lewis and et.al.,
2017).
Strengths and Weaknesses of Internal and External Interview
Internal Interview
Strength
1. The process requires less time.
2. Employees are known to the organization.
3. This provide more opportunities to company employees.
Weaknesses
1. Fewer opportunities for other employees.
2. Can lead to internal conflict.
3. This process can be influenced by any internal person
External Interview
Strength
1. Large number of options.
2. Better chances to get new talent.
3. Help to hunt new talent
Weaknesses
1. Takes time
2. Cost extra money to organization.
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3. This process needs different sources to perform external
Development and training
Off the job and on the job are two methods of training. Google applies on the job training
method. In HRM department of Google, First of all the objectives are set by the HRM to assess
the required area of the training and goals are decided. In the second part the right training
method is selected for the preferred training. Then the selected training method is applied on the
employees and then after the results are analysed by the HR team to evaluate the method of
training (Trad, 2015).
Performance Management
Performance management is consists of the creating new management strategy to
improve the performance for the desired business profits and achieve the goals by the time. 360
degree, feedback, result are three main approaches of measuring performance. The feedbacks
approach adopted by Google that provide by the employees and management area assessed to
develop a new performance which is much better than the previous one. For the better
performance the frequent feedbacks from the customers, management, and employees are
analysed by the HR team. HRM department develop new strategy to develop the better
conversation and by using new technologies to integrate performance management with the other
HRM programs (Vanhala, and Ritala, 2016). These technologies are used to analyse the current
technology and the impact of them on the performance of the Google. The performance area is
focused to work more efficiently to perform better.
LO2
P 3. Case Study of the HR practices
Effectiveness of HR practices
The different HRM practices make the operation of Google more efficient. The
recruitment and hiring provides new talent to the company and training and development process
used by Hrm improves the performance of employees and company. The other processes like
employee management improves the employee relation which helps to develop better work
environment in Google.
This is the case study of the different HR functions of Vodafone in comparison to Google.
Google Vodafone
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Learning,
training &
development
 Google allows their employee to
grow and give them 20% of their
working hours to groom self and
develop.
 Google conducts different
trainings for the employees to
improve their skills and work-
power.
 Vodafone allows its
employees to groom their
skills on their own.
 Vodafone train its own
employees for better
performance and for their
performance.
Recruitment Google use two methods to full fill the
current openings-
1. Internal- by promoting the
current employee. The current
opening is filled by promoting
the junior employee.
2. External- google conducts the
recruitment program in the top
most universities. By campus
recruitment google recruit new
employees.
Vodafone also use two methods to
fill current opening-
11 Internal- by transfer from
different office on another
location Vodafone fills the
opening.11 External:- by recruitment
process for experience or
fresher, Vodafone fills its
current openings.
Working
flexibility
Google provide some flexibility to its
employees to reduce their work load and
have dress code. And have some
restriction within the office.
Vodafone also have dress code and
have no restriction about the time
and location to work.
Reward
management
To motivate the employees Google
provide the incentives to its employees
for innovation in their work.
Vodafone gives incentives to
motivate them to improve there
performance and increase their
work hour .
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LO3
P 4.Approaches and Effectiveness employee relation & engagement and flexible organization &
Working practices
Psychological Approach for Employee relation
Google maintain the relationship of employees and the management by conducting
different activities to improve the communication. This helps to maintain the psychological
perception of the employee and the employer to reduce the chances of strikes, boycott, works to
rule.
AON model of employee engagement
The internal HRM factors that make the decision making better are employee recognition
which means, consider each employee for their better performance, fair treatment which to treat
all the employee equally and employee participation in the decision making for the work place.
The psychological and behavioural state of employee lead the company for better
performance. And this model, the employees within the organization positively speaks to the co-
workers, potential associates and to the customers improve the performance. In the second
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Illustration 1: AON's Engagement Model
(Source: Engagement is on Top of the Talent Agenda, 2019)

practice is stay within the organization, intense desire of the employee to be a part of the
organization and last one is to strive, in this the employee put their extra effort in the work and
contribute in the business success.
Flexible-Firm Model – Atkinson
In the feeble firm model the employees are divided in the two parts and this parts are
Core employees and Peripheral employees. Core employees are the employees who are highly
skilled and experienced and they are hard to replace. The other part is the peripheral, these
employees are the less skilled and less experienced and working on contracts. The peripherals
are further divided into two parts first peripherals and second peripherals. In this modal the
Atkinson provides the three type of flexibility, Functional, numerical and financial (Zibarras and
Coan, 2015
Dumont, Shen, and Deng, 2017).
Functional Flexibility: -In these type of the flexibility the firm provides the flexibility related to
the work hours, work location.
Numerical Flexibility: - In this type of flexibility the company provide the extra incentives as
per the voluntary work of the employee for the extra work hours, this thing promote the
employee to work more and help to achieve the company goals. Google provides this type of
flexibility to its employees.
Financial flexibility: - In this Employee engagement practice, by engaging the employee
Google tries to improve the performance of them. This practice is consists of three part, to speak
about the organization positively to the co-workers, potential associates and to the customers
improve the performance. In the second practice is stay within the organization, intense desire of
the employee to be a part of the organization and last one is to strive, in this the employee put
their extra effort in the work and contribute in the business success.
P 5. Employment legislation
There are some laws and regulation are decided by the government to protect the rights of
the labour and the employees. This is a list of the rules and payroll policy by the government and
must followed by the companies.
Equality Act 2010: - Under the equality act the company must ensure the work place is free
form the discrimination towards the sex, age, religion and more. This work environment provides
the equality to the every employee of the firm. Google follows the equality act 2010 to provide
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the equality to the employees, For this company has changed its employee policy and the
recruitment policy.
Health and Safety Act 1974: - Under this act decided by the government organization must
follows the health and safety guidances. In this act organization must keep the work place free
from danger and at low risk.
Employment act 1996: - According to this law the recruitment process of employees must be
free from any kind of discrimination and the employees ensures that the employees are aware of
the company norms and aware of the company policy.
Wages Act 1998: - Under the guidance of the government of the UK the company policy of the
wages and salary must work as the government laws and the regulations. Google follows this
policy and law of the government of the UK, and have salary system which covers the
government laws (Lewis and et.al., 2017).
P 6. Evaluation of Employee relation and legislation
Google is considered as the company which is providing the best working environment
and services to employees. Using different practices Google tries to provide an environment to
the employees to reduce the stress and keep them motivated and encourage them for performing
better. Google also provides some flexibilities related to work time and creates the work
environment familiar and easy for employees by using the flexibility modals. Google also gives
incentives and health services to ensure the safety of the client and the family of the client which
is dependent on the employee. Google provide flexibility to employees related to the leave policy
and related to the finance by managing and providing them salary respective to their work.
Google is known for the better work environment and for this better work environment
google follows the government rules and the different acts to protect the rights of the employees.
Google follows the laws of government and tries to implement the rules and laws by innovation
to create happy work place. For work load management Google allows the employees to work
freely to perform with innovation and also provide 20% of the work time to enhance their skills
and for their own projects. Recruitment process of the Google is free from the gender and age
discriminations, to create the equality for selection of its employees.
LO4
P 7. Recruitment for the Post of marketing manager
Job Description
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Job title Marketing Manager
Location London
Working Hour 36 Hour a Week
Working with Managing Dirrector
Reporting To CEO of Google
Qualification Graduation+MBA
Purpose of Job Management of sales
Prepare Appropriate PR
Administration of sales and marketing.
Personnel Specification
Title of the job Marketing Manager
Date:2/03/2019
Qualification required Essential Desirable Met
Matriculation
Sr Secondary
Graduation
MBA
Ph.d
Need of Experience
2 Years
Personal characteristics
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& conduct
English Communication
Roles and
Responsibilities
Product Marketing
Customer handling
Marketing Strategy
Developing
Job Offer Letter
XYZ
London
Offer Letter
Dear Kayla Smythe,
With reference to the discussion we had with you, We, behalf of the Google, Are pleased to
offer you the position of the “Marketing Manager” and invites you to join Google Family
Your cost of the company will be 200000 Euros per annum. You have been found as deserving
candidate for this post, as you have good communication skill and have relevant experiences of
this field. Thus, company has selected you for this post out of many candidates.
On the allowances, benefits and other terms and conditions of your employment will be as per
company policies as applicable from the time to time. Your compensation will be reviewed In
future as per company policy.
On joining the company you shall be on probation of six months. You will abide by the rules
and regulations of the company as may be in force from time to time.
We welcome you on board and detailed appointment letter will be given to you at the time of
joining.
We expect you to join on or before 5/03/19 in line with discussion with you, otherwise this offer
will stand withdrawn automatically.
The company looks for a long term association with all its employees and expects the same
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from you.
Again, congratulation and welcome to the Google family.
Thanking You.
For Google
Employment Offer Accepted
HR Manager
Human Resources
XYZ
Interview Questions
1. Tell me something about you
2. Why do think that you are a good and enough skilled for this designation.
3. Which marketing strategy is good for company and why?
4. What are your greatest strengths which can help you in marketing manager job?
5. Why should we hire you?
P 8. Use Of Technology In The Recruitment
By use of these social media platform the number of the applicant are increased so the companies
uses this platform to improve there selection process.
Online Resources
In online sources the current openings in different company are posted on it and the job
seekers can watch these openings on particular source and also can apply for the job opening.
Google don't prefer other job seeking boards online and Google launched its own tool for job
seekers. The information about the current openings are posted on the online board and the
required qualification is also mentioned it. By this the number of the qualified candidate who are
looking for the job in Google are increased because the job opening for the location is worldwide
(Florén, Rundquist, and Fischer, 2016).
Online platforms
Online platforms are the online blogs which are consists of the information about job
openings. This is also one of good source that provides the information about the job openings
for the particular company and increased the number of candidate and improve the selection
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process. Google don't use any kind of blog to post the information about the job openings within
the company.
Social media
Social media have large number of user these days. Facebook, Instagram and LinkedIn
are the best social media, The company officials or HRM provides the information about the
current openings in the firm to these sites and tries to increase the number of the candidate for
recruitment process (Trad, A., 2015). By social media the information of the job opening can
reach to large number of user and this improves the option for the selection. Google officials or
the HRM of the google posts in the social media platform about the current openings with the
designation and allows the user to apply for it and ask for resume and call for the interview
process.
CONCLUSION
In this report the purpose and scope of the Human Resources Management is explained
and the process of the resourcing the employees to full fill the company goals. For the better
performance the frequent feedbacks from the customers, management, and employees are
analysed by the HR team. HRM department develop new strategy to develop the better
conversation and by using new technologies to integrate performance management with the other
HRM programs.
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REFERENCES
Books and Journals
Florén, H., Rundquist, J. and Fischer, S., 2016. Entrepreneurial orientation and human resource
management: effects from HRM practices. Journal of Organizational Effectiveness:
People and Performance. 3(2). pp.164-180.
Ghosh, R., Haider, S. and Sen, S., 2015, February. An integrated approach to deploy data
warehouse in business intelligence environment. In Proceedings of the 2015 Third
International Conference on Computer, Communication, Control and Information
Technology (C3IT) (pp. 1-4). IEEE.
Donate, M.J., Peña, I. and Sanchez de Pablo, J.D., 2016. HRM practices for human and social
capital development: effects on innovation capabilities. The International Journal of
Human Resource Management. 27(9). pp.928-953.
Vanhala, M. and Ritala, P., 2016. HRM practices, impersonal trust and organizational
innovativeness. Journal of Managerial Psychology. 31(1). pp.95-109.
Zibarras, L.D. and Coan, P., 2015. HRM practices used to promote pro-environmental behavior:
a UK survey. The International Journal of Human Resource Management. 26(16).
pp.2121-2142.
Dumont, J., Shen, J. and Deng, X., 2017. Effects of green HRM practices on employee
workplace green behavior: The role of psychological green climate and employee green
values. Human Resource Management. 56(4). pp.613-627.
Hallward-Driemeier, M. and Pritchett, L., 2015. How business is done in the developing world:
Deals versus rules. Journal of Economic Perspectives. 29(3). pp.121-40.
Prajogo, D. I., 2016. The strategic fit between innovation strategies and business environment in
delivering business performance. International Journal of Production Economics. 171.
pp.241-249.
Trad, A., 2015. A Transformation Framework Proposal for Managers in Business Innovation and
Business Transformation Projects-Intelligent atomic building block architecture. Procedia
Computer Science. 64. pp.214-223.
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Online
Engagement is on Top of the Talent Agenda. 2019. [Online]. Available through
<https://humancapital.aon.com/solutions/talent/culture-and-engagement/engagement-
model >
APPENDIX
CV of first candidate
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CV of second person
16

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